Differences Between Pow Camps Essay Example for Free

Differences Between Pow Camps Essay These prisoners would be sent to camp where they would be forced to do different kinds of work. Depending on what country you got captured by, what would happen to you would differ. This essay will focus on three of the different kinds of camps, the Germans, the Japanese, and the Allies. In Germany, before being taken away to a camp, prisoners had to pass an interrogation. Because of the Geneva Convention prisoners only had to give their name, rank, and serial number. German camps were usually rows of barracks enclosed by a barbed fence, lined with guard towers. These towers contained guards that would shoot any escaping prisoner. POWs were given two meals a day consisting of soup and bread, though this was not enough, and most had to coop with hunger. Sometimes the Red Cross would bring items such as butter, chocolate, or condensed milk. Only some of men had to work while the others had to survive from the boredom. When weather was nice the prisoners were allowed to play a wide variety of sports and sometimes they even got to enjoy concerts put on by German bands. Out of the 140,000 Prisoners of war in Japanese camps, about one third of them died from starvation, punishment for disobedience, and disease. The POWs were treated very poorly because the Japanese did not follow the rules set in place by the Geneva Convention. The POWs were forced to work in mines, fields, shipyards and factories for twelve hours a day. If any disobedience was sensed in a prisoner, they would be beaten. The little food they were given included soy beans, seaweed, rice, and once a month, fish. Escape from Japanese camps was very rare. When somebody was caught trying to escape they would be killed in front of other prisoners. In some camps ten prisoners would be killed for every one prisoner that was caught escaping. You would be treated either poorly or nicely in allied camps, depending on whether you were captured by Soviets or by English and Americans. If sent to Russia, POWs were given little food and were forced to take aggressive classes on communist ideals. Of the 90,000 Germans captured, about only 5,000 returned from Russia, and most of them were only let out ten years after the war had ended. Prisoners in America and Britain got it much better. Never short of food, were Prisoners always well fed. Medical supplies were always available and POWs were always taken care of. Though little, Prisoners were paid for the work they did for the Allies. Thousands of them attempted to escape, but all were recaptured. There is only one known escape in North America.

Textual Analysis of Advertisement | Gender in Advertising

Textual Analysis of Advertisement | Gender in Advertising Liang Wang Perform a close, textual analysis of one of these advertisements. What does it imply about gender and/or sexuality? You should refer to concepts such as sexualisation, postfeminism, and/or stereotypes, and consider both femininities and masculinities. The advertising I choose to perform: In advertisements which targeted at men or women are always objectifies to sell objects. This can be seen in many advertisements like the Axe. Yet according to the codes of gender, men and women are always represented differently in advertising. Men are always shown vigilante and lucid of their surroundings, standing higher up then women, eye open, bodies under controlled as an â€Å"independent, purposeful and clear thinking†(Hodkinson, P 2013, Media, culture and society, Sage, Los Angeles, ch. 11, p223) object. On the other hand, women are frequently shown laying down, touching themselves, bending their knees, sitting in a bed or on a chair, eye close, confused, body contorted, dressed up as sexy or sexually available, â€Å"appears subordinate, dependent, emotional and absent- minded†(Hodkinson, P 2013, Media, culture and society, Sage, Los Angeles, ch. 11)object. The depiction of women in advertisement representations, at the same time, has been a sign as part of a spacious patriarchal system of male dominance. Indeed, in the mainstream advertisements depictions, which emphasis women on getting and keeping a man, especially whin the domestic roles of wife and mother. It has been focused on by many feminist commentators in order to achieve gender equality. However, in nowadays, both femininities and masculinities are represented in many advertisements, though femininities and masculinities do not map onto biological sex, but gender issue is still shown in many different ways. Throughout all forms of advertisements, it is obvious to see that we are live in a sexual world. Magazine advertisements, TV advertisements, commercials and ever internet advertisements are shown in a very sexual way and women are often been the objects of sexualization in the advertisements. â€Å"Sexualization is when a persons value comes only from his/her sexual appeal or behavior, to the exclusion of other characteristics and when a person is sexually objectified†(Media’s Portrayal in Women, Laura Russell, The Sexualization of Women in the Media). Through many advertisements, it is easy to find that women are very sexualized and they are often portrayed as objects that draw men’s attention, even belong to men. According to the AXE shower gel’s advertising, the right side woman is dressed up, wearing a sexy vest in a very sexual way, with her shoulder and arms nude, coiled hair and we can indistinct see her sexy hip shape, while the whole image are sho wn as shown to get â€Å"the dirtier†. The advertising is showing that the women â€Å"need to look good and the need to get male attention†(Hodkinson, P 2013, Media, culture and society, Sage, Los Angeles, ch. 11, p225)and the word â€Å"dirtier† is making her seems inferior to men. With advertising such as AXE one, women that choose that they should treat there bodies as sexual subjects, thus, it is lead women to believe that is important and lost their personality. Along with these type of advertisements represented, men start to believe that the sexual picture of women that is what makes them attractive. With this sexualized advertisements that is being depicted in the media is become difficult to women to be accept their own appearance, hence, constantly compare themselves to those sexually images and lost self-confidence. Therefore, many other advertisements and some women’s magazines are inclined to treat women in low-down way, depicting women as o bjects in inferiority, subordination and low social power positions.â€Å"Women’s physical appearances – especially their sexual attributes – are portrayed as their most important assets. This is presented as liberating and empowering†(Brumberg JJ (1997) The Body Project: An Intimate History of American Girls, Random House). While women’s sexual expression is important in some ways, nevertheless, a woman’s value is not only dependent on her sexual appeal, woman can also be successful and independent with femininities. During the 1970s and 80s second-wave feminism movement, the representation of woman have changed considerably. In the mass media, feminism has had strong criticism of the representations of women in visual world, particular advertising industry, along with the feminism movement, more then others, â€Å"the emphasis on domesticity, deference and traditional romance†(Hodkinson, P 2013, Media, culture and society, Sage, Los Angeles, ch. 11, p223) has been displaced by more independent, assertive depiction of femininity â€Å"something that can sometimes include a proud and explicit quest for sex†(Hodkinson, P 2013, Media, culture and society, Sage, Los Angeles, ch. 11, p224). Women can be successful and independent, go out and get what they want. Link to the AXE advertising, the feature objectifying image of the naked man with shower gel has referred to as â€Å"post-feminism† that women have the ability to have sexual relationship on their own wants. Moreover, the confidence, successful and independent female figure also continually showing in advertising in nowadays. Chanel’s campaign for its Coco Mademoiselle perfume adverting in 2011, for instance, shown on connotations of women independence, by featuring images with a successful woman with the background song’s lyric â€Å" this is a man’s world, this is a man’s world, but it would be nothing without women or girl† highlighted the independence and assertiveness of female â€Å" they consume autonomously, engage in relationships on their own terms and sometimes manipulate and exploit men†(Hodkinson, P 2013, Media, culture and society, Sage, Los Angeles, ch. 11, p224). However, back to the AXE advertisement, both femininities and masculinities are represented in this advertising but shown as different ways. On one hand, the man are presented as active, independent and all he do is cleaning and represented the product in a directly way in order to show his masculinities, on the other hand, the woman in this advertising was shown her femininities as well, but meanwhile, the way that the woman represented the product seems more metaphorically that the purpose of the woman use this product is all about get attention from male. This is against the center of the â€Å"post-feminism† and backword on gender stereotypes. Currently, when it comes to representations of gender, advertisements often fall behind on well established gender stereotypes. However, in particular these days, the media always represented images of women in power, attempted to reverse old established gender stereotypes, these images seems against the more objectification of the role women used to be, so-called ‘challenging’ and even ‘feminist’. In the old times, â€Å"female objectification to the most media depictions of female sexuality†(Dworkin, 1981;MacKinnon, 1988), according to the mainstream media depictions, woman are frequently presented as â€Å"subordinate to and dependent on men†(Hodkinson, P 2013, Media, culture and society, Sage, Los Angeles, ch. 11, p222). This phenomenon was also represented on the AXE advertisement, shower gel for men is for clean, yet for women, it is a way to make themself more sexy and attractive in order to catch men’s attention, getting and keep ing them, this advertisement seem to be reinforcing our stereotypical notions of femininities. In addition, commercials are one of the vast source of gender stereotyping that advertisers used in their work to targeted either male or female groups. While, woman are more often represented in commercials, because of they are seems seen as responsible for daily purchases as a householder, however, men always advertise things more masculinities, such as cars, computers or business products, otherwise women are represented femininities rather in the commercials with make-up, clothes and domestic products. And female are often shown in the home or inside environment, not the same as male, men are always shown outdoors. Moreover, the most popular that women presented in advertisements is the figure of housewife, their main problem in life is lack of ideas for housework or dinner, that is very stereotypical. The other stereotype for women is sexy seductresses, the desire of every man. They m ost advertise beauty products and fashion clothes, but they are also arise in the commercials directed to male. Furthermore, woman has been major care is to preserve her appearance, hence, this advertising image of â€Å"perfect femininity and heterosexual success is deemed to act as a ‘window to the future self’†of the audience. As a result, many women has been fall into the perplex with their appearance and body shape, which can have negative influences. Male stereotypes are also various and presented with masculinities as a ‘real man’, â€Å"athletic, successful, professional, seducer with a beautiful woman by his side†(). However, â€Å" the growth of female employment and changes in attitudes towards gender have also contributed to ambiguities in the status of masculinity†(Hodkinson, P 2013, Media, culture and society, Sage, Los Angeles, ch. 11, p235). In conclusion, gender issue has always been a controversial problem in advertisement industry, such as the AXE advertising, the concepts of sexualisation, postfeminism, and stereotypes are the main cores of the gender problem. However, along with the growth of feminism, female has been a large part of responsibility for the development of understanding of gender in media and advertisement. Female are should no longer been bounded in the tight ‘vest’, women should have the right to go out and do what they want, moreover, women should dress up for themselves instead of men’s attention. At the same time, the development of understandings of non-heterosexual gays, lesbian and bisexual representations in media or advertisements remind us, the most important link between the enhancement of dominant understandings of gender, sexuality and generally constructions of both femininity and masculinity. Eventually, â€Å" dominant representations of masculinity and femininit y in media tend to be those that are most effective when it comes to the selling of advertising space or, indeed, the selling of consumer goods themselves.†(Hodkinson, P 2013, Media, culture and society, Sage, Los Angeles, ch. 11, p241) Reference list Hodkinson, P 2013, Media, culture and society, Sage, Los Angeles, ch. 11, Media, Gender and Sexuality, patriarchal romance and domesticity, p223 Hodkinson, P 2013, Media, culture and society, Sage, Los Angeles, ch. 11, Media, Gender and Sexuality, patriarchal romance and domesticity, p223 Media’s Portrayal in Women, Laura Russell, The Sexualization of Women in the Media Hodkinson, P 2013, Media, culture and society, Sage, Los Angeles, ch. 11, Media, Gender and Sexuality, The enduring gaze, p225 Brumberg JJ (1997) The Body Project: An Intimate History of American Girls,   Random House, New York Levy, A (2005) Female Chauvinist Pigs: Women and the Rise of Raunch Culture, Schwartz Publishing, New York. Hodkinson, P 2013, Media, culture and society, Sage, Los Angeles, ch. 11, Post-feminism independence, p223 Hodkinson, P 2013, Media, culture and society, Sage, Los Angeles, ch. 11, Post-feminism independence, p224 Keira Knightley, Chanel Coco Mademoiselle perfume adverting, 2011, background song’s lyric Dworkin, A. (1981) Pornography: Men possessing women. London: Women’s Press MacKinnon, C. (1988) Feminism Unmodified: Discourses on life and law. Cambridge, MA: Harvard University Press. Hodkinson, P 2013, Media, culture and society, Sage, Los Angeles, ch. 11, Media, Gender and Sexually. Masculinity or masculinities? P235 Matthews, J. L., 2007 Hidden sexism: Facial prominence and its connections to gender and occupational status in popular print media. Sex Roles: A Journal of Research, 57, 515-525. Hodkinson, P 2013, Media, culture and society, Sage, Los Angeles, ch. 11, Media, Gender and Sexuality, a balanced approach, p241)

Why Might Freudian Therapy be a Waste of Time and Money Essay -- Psych

In his book Des Bienfaits de la Depression, Pierre Fà ©dida wrote a chapter called 'Il Faut Etre Deux Pour Guà ©rir' in which he explains why it is useful to talk when you are depressed.20 Patients usually believe that talking is not the solution but that the only way to cure is to bring back the lost person/situation whose absence initially caused the trauma. Psychological pain is a human particularity and therapy is meant to heal it. Fà ©dida uses the example of drug addicts who go on detoxification. Addiction to drugs often reveals an alarming state of depression and the fact of undergoing treatment for drug addiction is the sign of distress and will to be saved. Freud used to underline how human beings have created for themselves an interior metaphorical discourse to express extremely violent issues such as love, hate, life, death, sexuality...21 Analytical cure sight-reads this metaphorical language. Patients have the tendency to try and cure themselves alone but therapy helps substract the patient to his own influence, free his from his own desease. Therapy requires the participation of two actors and recovery cannot take place if the therapist does not understand his patient's psychology and resistance to healing.22 Freud focused on studying the opposition to healing and resistance to treatment when increasing his knowledge about unconscious forces. The therapist defines healing as the goal creating the patient's resistances. Thoses resistances to therapy can be explained as follows : the fact of being cured corresponds to a change of state. Negative reactions to treatment are thus explained by a fear of losing internal integrity and eventually disintegrating. The fear of modification is extremely strong. In 1904, Freud... ...Jacob : 2001) FREUD, SIGMUND, An Outline of Psychoanalysis, (W.W. Norton & Company : New York – London), Standard Edition, 1949, vol. 23 MIJOLLA de, Alain, Dictionnaire International de la Psychanalyse, (Hachette Littà ©ratures : 2005) ARTICLES CASEMENT, Patrick, 'Beyond words – the role of psychoanalysis', The Psychologist, 2009, vol. 22, 5th May LEVY, R. & ABLON, J., 'Talk therapy: Off the couch and into the lab', 2010 WAN, William, 'Freud coming into fashion in China, Treating China's syndromes', Washington Post, October 11th 2010 WEBSITES ETHAN, 'Psychoanalysis: From Theory to Practice, Past to Present', Northwestern University http://www.personalityresearch.org/papers/plaut.html http://www.psywww.com/intropsych/ch13_therapies/psychoanalysis.html http://www.apsa.org/About_Psychoanalysis/Low-Fee_Clinics.aspx http://www.npap.org/intro/faqs.html Why Might Freudian Therapy be a Waste of Time and Money Essay -- Psych In his book Des Bienfaits de la Depression, Pierre Fà ©dida wrote a chapter called 'Il Faut Etre Deux Pour Guà ©rir' in which he explains why it is useful to talk when you are depressed.20 Patients usually believe that talking is not the solution but that the only way to cure is to bring back the lost person/situation whose absence initially caused the trauma. Psychological pain is a human particularity and therapy is meant to heal it. Fà ©dida uses the example of drug addicts who go on detoxification. Addiction to drugs often reveals an alarming state of depression and the fact of undergoing treatment for drug addiction is the sign of distress and will to be saved. Freud used to underline how human beings have created for themselves an interior metaphorical discourse to express extremely violent issues such as love, hate, life, death, sexuality...21 Analytical cure sight-reads this metaphorical language. Patients have the tendency to try and cure themselves alone but therapy helps substract the patient to his own influence, free his from his own desease. Therapy requires the participation of two actors and recovery cannot take place if the therapist does not understand his patient's psychology and resistance to healing.22 Freud focused on studying the opposition to healing and resistance to treatment when increasing his knowledge about unconscious forces. The therapist defines healing as the goal creating the patient's resistances. Thoses resistances to therapy can be explained as follows : the fact of being cured corresponds to a change of state. Negative reactions to treatment are thus explained by a fear of losing internal integrity and eventually disintegrating. The fear of modification is extremely strong. In 1904, Freud... ...Jacob : 2001) FREUD, SIGMUND, An Outline of Psychoanalysis, (W.W. Norton & Company : New York – London), Standard Edition, 1949, vol. 23 MIJOLLA de, Alain, Dictionnaire International de la Psychanalyse, (Hachette Littà ©ratures : 2005) ARTICLES CASEMENT, Patrick, 'Beyond words – the role of psychoanalysis', The Psychologist, 2009, vol. 22, 5th May LEVY, R. & ABLON, J., 'Talk therapy: Off the couch and into the lab', 2010 WAN, William, 'Freud coming into fashion in China, Treating China's syndromes', Washington Post, October 11th 2010 WEBSITES ETHAN, 'Psychoanalysis: From Theory to Practice, Past to Present', Northwestern University http://www.personalityresearch.org/papers/plaut.html http://www.psywww.com/intropsych/ch13_therapies/psychoanalysis.html http://www.apsa.org/About_Psychoanalysis/Low-Fee_Clinics.aspx http://www.npap.org/intro/faqs.html

Sentimental and Humorous Speech by the Father of the Bride

Sentimental and Humorous Speech by the Father of the Bride Ladies and gentlemen, it is my very pleasant duty to welcome you here this evening to this special occasion of celebrating this marriage. I'm sure that you will all agree on how radiant and gorgeous the bride is. However the groom is not too bad himself. I know that some of you have traveled quite a distance to be with us here tonight, from both overseas and interstate. We really thank you and welcome you here tonight and hope that you really do enjoy yourselves accordingly. We are all very sad that the bride's grandfather is not here with us tonight. We all miss him, but I?m sure he is "watching down on us and is very proud and happy for her.? When they stood at the altar earlier today and she spoke those magic words ?I do?, I had cause to reflect that it's one of the few times in her life she's agreed to do something without question. Don't get me wrong, my daughter was wonderful and obedient as a child - with a bit of prompting. As a child she was full of life, effervescence, fun and joy and was just so bubbly she made friends with everyone. During her teen years, both at school and at University, she had a wonderful time, being the first person to gain the distinction of getting her degree with no study at all. However she worked hard for her degree, and we congratulate her for it. Then her Thespian Knight in Shining Armor in the form of the groom came along. I didn't doubt her choice at all, as Victor Hugo once said, "Men have sight, women have insight.? Now the groom is a very good actor, but with a somewhat "Puckish" sense of humor. At first we thought him a little shy, retiring and rather reluctant to talk with us, but we were victims of... ... bride she is, and the sight of them coming together as such a lovely couple makes the hard work and planning that has gone into this day worthwhile. As I say this, I see that my daughter has grown up, left home, and is now married. When I look back over the years, I realize how little time you really do have with your children..A philosopher once said: ''Treasure the love you receive above all. It will survive long after your gold and good health have gone.? We wish you all the happiness and prosperity in the world, and I am glad to welcome the groom and his family into our family. In conclusion, I hope that none of you will go home thinking the words of Groucho Marks: "I've had a wonderful time, but this wasn't it." And so I would now ask you to raise your glasses and join me in a toast to the future health and happiness of the union of the bride and groom.

William Shakespeares Hamlet :: essays research papers

The character Ophelia in William Shakespeare’s play Hamlet plays a very interesting and important role in the elaboration of the plot. In the beginning, she starts off in a healthy state of mind, in love with her boyfriend Hamlet, yet controlled by her father in regard to their relationship. During the play she encounters several troubling experiences involving Hamlet which cause her to become distressed. Near the end, the death of her father leaves Ophelia mentally unstable and in a state of madness that eventually leads her to death. So, due to all of the unfortunate events that took place with the people she loved the most in her life, Ophelia gradually becomes mad, and in the end passes away. Ophelia’s and Hamlet’s love for each other in the beginning was very real. Following the death of his father Hamlet falls in love with her, and is much attracted by her beauty. It is not uncertain, however, that Ophelia is very much controlled by her father. She is the daughter of Polonius, the chief advisor to the new King Claudius, and a highly respected man. Her father demands that she tell Hamlet at once that she can no longer be with him and tells her "I would not, in plain terms, from this time forth have you so slander any moment leisure as to give words or talk with the Lord Hamlet. Look to’t, I charge you. Come your ways." (I.iii.132-35). It is clear that here Polonius is making decisions for his daughter, regardless if she really loves Hamlet or not. She feels very unimportant and helpless now, and because of this develops a lack of emotional confidence and strength. All she can reply is "I do not, my lord, what I should thi nk." (I.iii.104). She is used to relying on her father’s direction and has been brought up to be very obedient. As well, her brother Laertes agrees with what their father is saying. He also tells Ophelia that Hamlet is no good for her "Perhaps he loves you not" (I.iii.16). He thinks that Hamlet only loves her because he wants to seduce her, and demands his sister to never see him again. Ophelia can only accept her father and brother’s beliefs and writes Hamlet a letter which informs him that she can no longer see him. As a result, she begins to feel alone with very little independence.

Performance management system at TCS Essay

The performance management process involves all levels in an organization. Strategic goals set by the organization filter through the organization and affect the goals and activities of each employee. In addition, the performance management process gathers and updates current employee data to maintain the human resource information system (HRIS). The HRIS contains a skill bank of employee information that enables the HR department to determine if the organization has the right mix of skills and people to achieve the organization’s goals in an ever-changing world. This information is used in all areas of HR decision-making. Effective performance management requires ongoing communication between supervisors and staff. The assessment and review part of the process provides the opportunity for documentation and formal communication. It’s the time for the supervisor and the employee to set developmental goals that reinforce the organization’s strategic plan and, if th ere are areas of problem performance, action plans for improvement. There should be discussion of the employee’s career progress and plans made for training and long-term career growth. Many supervisors see the appraisal process as a motivation tool to improve employee performance. The employee’s main objective is to obtain feedback from the supervisor on his or her work performance. Ideally, employees receive feedback at all times and not just through the review process. The employee will also expect organizational support in his or her career growth.  Together, the employee and the supervisor should identify areas for improvement and set goals for training and skill development. Anything the supervisor can do to enhance the employee’s skills will benefit both the employee and the organization. If the organization links performance appraisal to compensation, most employees will expect a raise as a result of a positive review. Though supervisors generally conduct the review, they may not have a say in the amount of compensation awarded because compensation is normally determined by organizational policy. This can be particularly problematic for supervisors who want to motivate employees through the appraisal process but find the organizationâ₠¬â„¢s compensation to be a de-motivator when increases are not as much as employees would like. For this reason, many supervisors prefer that compensation increases are not linked to the performance appraisal process. Difference between Performance management and performance appraisal Performance Management Performance Appraisal Performance management is a goal-oriented system to ensure that organizational processes exist to maximize the productivity of employees, teams and, ultimately, the organization. A performance appraisal is a formal system of review and evaluation of individual or team performance. Performance management is an ongoing organizational process that is conducted to maximize the productivity of employees with the overall intention of improving the organization’s effectiveness. The performance appraisal is a periodic event to reflect and evaluate past performance with the intent to identify strengths and weaknesses of an employee’s performance and to identify developmental goals. It is strategic in nature and involves every person and all HR processes in the organization. All are directly tied to achieving the organization’s goals. A performance appraisal is just one part of a performance management system. The Importance of Performance Management The employees are an integral and indispensable part of running a business smoothly and efficiently. That’s why, keeping in mind the crucial role of the employees, a recent trend known as Performance Management has come into practice. Using performance management, we can ensure that our employees not only fulfil their responsibilities, but do so to the best of their abilities and up to your expectations. Performance management allows us to tap the full potential of our staff. It can be described as a comprehensive process starting from monitoring and developing the desired traits to rating their progress and rewarding them for their achievements. I. Involve Employees in the Planning Stage The making of plans alone will not help us to run our business successfully. We must also focus on the appropriate ways to get business tasks done. One way of doing this efficiently is to involve our employees in the planning process. This will not only boost their morale and confidence, but also help us avoid any communication gaps in the process. Additionally, it will also help in providing them with a clear picture of what we expect from them and what they need to accomplish. II. Monitoring the Progress of Our Employees Just as revision of business plans is sometimes necessary for the success of our business, measuring the performance of every employee is also important. This ensures that tasks are efficiently completed on time and on or under budget. It also points out to you any shortcomings of either our staff or business plans, and helps us to take the appropriate corrective actions. III. Ensuring All Around Development of Employees Performance management gives us the tools to install the desired qualities in our employees in order to get the job done. Development is not limited to only individuals in our workplace, but also addresses the performance of the team as a whole. All around employee development not only ensures the  personal and professional growth of our employees, but also the expansion and improvement of our business. IV. Evaluation of Individual Performance Evaluating and rating the performance of our employees on an individual basis is essential. This gives them a clear picture of where they presently stand, areas that they need to work on and what they are good at. This way, they can focus more on their weaknesses and work to strengthen those areas. We should make it company policy to issue performance reviews while providing your employees with the feedback that they need to perform better at their jobs. V. Rewarding Our Employees Rewarding and appreciating our employees’ efforts ensures that the level of their performance and consequently the performance of our business is not compromised. It ensures optimum productivity, Performance and maximum profitability. Rewarding our staff for a job well done not only enhance their performance but also serves as a tool to keep them motivated. Therefore, performance management is an effective system that allows us to achieve the financial goals of our small business. Methods of Performance Appraisal There are a variety of appraisal methods available to organizations. The method selected by the organization should fit well with the organization’s goals and be appropriate to the job being appraised. Some organizations use different methods for different positions. Regardless of the system used, regular communication and feedback from managers are more important than the method used. Graphic rating scale A graphic rating scale is the most commonly used appraisal system. Evaluators record their judgments on a scale that includes about 5–7 categories. Categories are defined by adjectives such as outstanding, meets expectations or needs improvement. This method is popular because it is easy to administer and can be quantified, if desired, by adding a numeric value to each description. Ranking method In the ranking method, the evaluator places employees from a particular group in the order of overall performance, starting with the top performer–who is rated the highest–and moving down to the poorest performer in the group who receives the lowest ranking. Paired comparison is a variation of the ranking method in which the performance of each employee is compared with every other employee. The comparison is often based on a single criterion, such as overall performance. The employee who receives the greatest number of favorable comparisons is ranked the highest. This can be difficult to administer if your work group consists of a large number of employees. Forced distribution method The forced distribution method requires the evaluator to assign individuals to a limited number of categories, much like a normal frequency distribution curve. A few individuals will get very high ratings and a few will get very low ratings, with the majority averaging in the center of the curve. Generally, those with very low ratings are subject to termination. As with the ranking method, this system requires the evaluator to place some employees at the bottom, even if their performance is acceptable, and some at the top, even if performance may actually be less than outstanding. The system makes the erroneous assumption that there must be some outstanding workers and some poor workers, even when that may not be the case. Forced distribution is unpopular among managers because many believe it destroys teamwork and fosters cutthroat competition among employees. Critical incident method The critical incident method requires the evaluator to maintain records of employees’ favorable and unfavorable performances. These critical incidents become the basis for evaluation. The incident log must be maintained over the entire evaluation period to eliminate the problem of just evaluating an employee’s most recent Performance. Essay method In the essay method, the evaluator writes a brief narrative of the employee’s performance. The major criticism of this method is that it is very  subjective because the evaluation criteria left entirely to the discretion of the evaluator and the results are dependent on the writing skills of the evaluator. It can be difficult to compare the results of employee evaluations that use the essay method because there are no common criteria used for evaluation. BARS–behaviorally anchored rating scale BARS is a behaviorally anchored rating scale that combines elements of a traditional rating scale and a critical incident method. Various performance levels are described on a scale, and the evaluator compares the employee’s performance to the levels described. The descriptions provided reduce the amount of judgment required of the evaluator and rely on the evaluator’s observations of the employee’s work behavior. MBO–management by objectives Management by objectives, or MBO, is a results-based system that relies on the manager and the employee to jointly agree on objectives, the attainment of which becomes the basis of evaluation for the next appraisal period. TCS- Tata Consultancy Service About The Company Tata consultancy services limited (TCS) is the world-leading information technology consulting, services, and business process outsourcing organization that envisioned and pioneered the adoption of flexible global and pioneered the adoption of the flexible global business practices that today enable companies to operate more efficiently and produce more value. They are part of one of Asia’s largest conglomerates- the TATA Group- which, with its interests in Energy, Telecommunications, Financial Services, Chemicals, provides us with a grounded understanding of specific business challenges facing global companies. The role of HR assumes unthinkable proportions and is subject to mammoth challenges. With this sensitive breed of IT professionals, how has TCS grown to and sustained at the number one position is a question which market watchers have asked themselves a thousand times. There is but one answer- passion for excellence in the workforce practices. TCS has developed an unbreakable bond with sound HR  practices in an environment that defines traditional roles and responsibilities. The TCS-HR group operates with technical experts to create a synergy which is enviable. The role of HR, which is that of a facilitator. So whether it is recruitment or even career development, HR is the catalyst which initiates and institutionalizes processes. To manage all the functions for over 14000 employees is a difficult task but the smoothness of operations is intriguing. The HR structure, which allows flexibility and empowerment, is the solution. Performance Appraisal Criteria at TCS Objective Data relating to performance assessment of employees are recorded, stored and used for different purposes: MAIN PURPOSE OF PERFORMANCE APPRAISAL General Applications Specific purposes Developmental Uses Identification of individual needs Performance feedback Determining Transfers and job assignments Identification of individual strengths and development needs. Administrative Uses Salary Promotion Retention or termination Recognition of individual performance Lay-offs Identification of poor performers Organizational Maintenance/ Objectives HR planning Determining organization training needs Evaluation of organizational gal achievement Information for goal identification Evaluation of HR systems Reinforcement of organizational development needs Documentation Criteria for validation research Documentation for HR decisions Helping to meet legal requirements Performance Appraisal and Competitive Advantages in TCS The objectives of performance appraisal, point out the purpose which such an exercise seeks to meet. What needs emphasis is that performance evaluation contributes to TCS’s competitive strength. Besides encouraging high levels of performance, the evaluation system helps identify employees with potential, reward performance equitable and determine employee’s need for training. Specifically, performance appraisal has helped the TCS gain competitive edge in the following ways: Improving performance Making correct decisions Ensuring legal compliance Minimizing dissatisfaction and turnover Values and behaviour Strategy and behaviour TCS conducts two appraisals: 1. At the end of the year 2. At the end of a project Appraisals are based on Balanced Scorecard, which tracks the achievement of employees on the basis of targets at four levels: Based on their individual achievements, employees are rated on a scale of one to five (five = â€Å"superstar†). If employees get a low rating (less than two) in two consecutive appraisals, the warning flags go up. â€Å"If the poor performer continues getting low scores then the exit option may be considered. Over the years TCS has found the pattern that leads to the maximum decline in performance. If employees work for more than two years on  the same project, typically either their performance dips or they leave the organisation. To avoid that, TCS shuffles its employees between projects every 18 months or so. â€Å"Performance drops if motivation drops† the employee satisfaction depends upon the fact whether his performance is being appreciated and recognized. TCS’s performance management system has metamorphosed into one that emphasizes objectivity and a system that mandates performance evaluation against pre-determined criteria. What Deserve special mention is the active participation of the senior management in the determination of guidelines for the Performance Appraisal Process. The process ensure buy in of the employees since the guidelines for the rating system and its conversion into money terms is not unilaterally decided by HR but is a consensus of a cross functional team with representation from all levels. TCS’s performance appraisal system is supported by an online system called the Human Resource management system an Oracle Developer 2000 based tool. An employee’s performance history at the click of a button and this accurately maintained for 14000 employees. Right from his entry, an employee in TCS get formal performance feedback once every 2 months till such time that he is confirmed after which the performance feedback is provided twice every year on a formal basis. TCS however widely encourages informal feedback discussions between Project leader & Team Members and this concept have found an overwhelming appeal among the people. Recognition at TCS Guaranteed high motivation levels at TCS through competitive compensation packages, stimulating job content, outstanding development opportunities, and not the least, an innovative recognition mechanism. The various ways in which TCS recognizes its people are listed below: Project milestone parties — to encourage efficient execution of projects. Recognition of star performers / high fliers — to recognize outstanding talent. Nomination to covet training programmes — to encourage self-development. Best project award — to promote a spirit of internal competition across work groups and to foster teamwork. Best PIP award — to encourage innovation and continuous improvement. Best auditor award — to acknowledge participation in critical support roles Spot awards — to ensure  real-time recognition of employees. Recommendations for new technology assignments / key positions — to ensure career progression and development of employees’ full potential. Performance-based annual increments — to recognize high performers Early confirmations for new employees — to reward high-performing new employees Long-service awards à ¢â‚¬â€ to build organisational loyalty EVA-based increments — to ensure performance-based salaries. On-the-spot recognition —to guarantee immediate recognition of good performance.

The Role Of Discretionary Fund Management Accounting Essay

The topic of Discretionary Fund Management for IFAs divides sentiment. Some see it as an indispensable tool in supplying an holistic service to clients. Others see it as an unneeded and potentially dearly-won craze. As usual, the truth lies someplace between these two extremes. Used right, aˆÂ ¦ However, there are legion considerations etc This usher will explicate what DFM is and the cardinal considerations. Most significantly, it will assist you to place whether Discretionary Fund Management can profit your clients, and the stairss that should be taken to set in topographic point an effectual DFM service. ROLE OF DISCRETIONARY FUND MANAGEMENT Discretionary Fund Management involves deputing the twenty-four hours to twenty-four hours investing determinations to a professional investing director, normally referred to as a â€Å" Discretionary Manager † . The Discretionary Manager will specialise in pull offing investing portfolios, and the purpose is that they will possess a higher degree of cognition and experience than a general fiscal advisor. The Discretionary Manager will take duty pull offing the client ‘s portfolio, and does non necessitate to obtain blessing for the client for single determinations. They will alternatively utilize their expertness to run into the client ‘s aims, which will be agreed at the beginning. While the advisor and client will keep regular contact with the Discretionary Manager, for the agreement to work efficaciously it is indispensable that the Discretionary Manaher is given liberties over twenty-four hours to twenty-four hours determination devising. The advisor ‘s function is still an of import 1, as the Manager will be working towards run intoing whatever wants and needs the advisor has agreed with the client. It is besides critical to emphasize that while the activity may be delegated, the advisor can non depute regulative duty for run intoing the client ‘s demands. Economic Backdrop? RULES AND REGULATION While it can non be credited with kickstarting the usage of Discretionary Managemtn by IFAs, the Retail Distribution Review ( RDR ) has brought the ( issue to the forefront.. ) , peculiarly in the runup to the RDR â€Å" deadline † ( 31st December 2012 ) . One of the key alterations brought by the RDR is that it will widen the scope of merchandises that an Independent Financial Adviser must see within client portfolios, which for many will necessitate increased expertness and more robust procedures for research and due diligence. As a consequence, increasing Numberss of IFAs are looking towards Discretionary Fund Management to help them with run intoing their regulative duties. Resource Wage Expertness However, advisors need to be cognizant that neglecting to utilize Discretionary Directors right could ensue in them transgressing regulative regulations, instead than helping them. Recent counsel from the FSA stated that houses would necessitate to see a broad scope of investing solutions in the market before urging a Discretionary investing service. & lt ; analyse paper and cardinal findings & gt ; FSA CIP paper This counsel from the regulator underlines the importance of robust due diligence before come ining into a discretional agreement, and besides highlights their concerns with clients potentially being â€Å" shoe-horned † into unsuitable agreements. Tax The cardinal revenue enhancement consideration with discretional fund agreements is that for each dealing within a Disretionary portfolio, a possible Capital Additions Tax ( CGT ) liability arises. Each sale is treated as a disposal for CGT intents, and any addition on that sale is added to the sum of the client ‘s nonexempt additions in that revenue enhancement twelvemonth. Any losingss on gross revenues can be offset against additions, and any additions above the client ‘s one-year freedom ( ?10,600 for 2012/13 ) are taxed at either 18 % or 28 % , depending on the client ‘s entire nonexempt income. It is the duty of the advisor and the client to guarantee that these additions are documented on the client ‘s one-year self-assessment. This means that the Discretionary director will necessitate to be familiar with the client ‘s revenue enhancement personal businesss to avoid making unneeded liabilities. The FSA have besides made it clear that they expect revenue enhancement to be taken into history when measuring the suitableness of any investing solutions This once more highlights the demand for the advisor to place the client ‘s fortunes and ends to outset, and for there to be a clear definition of duties between client, advisor and Discretionary Manager. Another possible complication is that the European Court of Justice has late recommended that all elements of discretional direction services should be capable to VAT. While the full deductions of this recommendation are yet to be clear, this is something that all advisors will necessitate to maintain an oculus on traveling frontward. Appropriate Tax WRAPPERS/PLATFORMS As revenue enhancement is an of import factor to see, the pick of revenue enhancement negligees and platforms used to ease Discretionary Management is highly of import. We will supply an overview of the most common below. This is non an thorough list, but is intended to cover the most common negligees available. ISA – Individual Savings Accounts are available to all UK occupants aged 18 and over ( although cash-only ISAs are available to occupants 16 and over ) . The ISA acts as a â€Å" negligee † , within which all additions are free from income and capital additions revenue enhancement. As discetionaryu minutess can incur a CGT liability, ISAs are a potentially valuable tool to minimise revenue enhancement liabilities. The chief drawback with ISAs is that one-year parts bounds are comparatively low ( ?11,280 for 2012/13 ) , and it can take many old ages to construct up the size of portfolio where Discretionary Management is likely to be most effectual. However, a cardinal portion of sound fiscal advice is that clients should maximize their one-year ISA parts whenever possible. SIPP – Another common revenue enhancement negligee for DFM is the SIPP ( Self-Invested Personal Pension ) . SIPPs are a specific type of Personal Pension, and portion the common features as below: Contributions – Contributions upto ?50,000 per input period ( revenue enhancement twelvemonth for most persons ) receive income revenue enhancement alleviation. This is known as the â€Å" Annual Allowance † threshold. Tax Relief – Contributions receive full revenue enhancement alleviation upto the client ‘s highest fringy rate. For illustration, a higher rate taxpayer will have revenue enhancement alleviation of 40 % on all parts paid into a Personal Pension. Eligibility – Clients must be UK occupant and under the age of 75 to put up a Personal Pension Plan and obtain revenue enhancement alleviation on parts. Personal Pensions enable the client to do big parts, which will turn in a tax-efficient environment. The major disadvantage is that under pension legilsation benefits can non by and large be accessed until age 55, and even at this point there are limitations on how benefits can be taken. Typically a client will buy an rente ( income for life ) with their pension fund, or pull down financess from the strategy within authorities bounds. While pension financess these yearss are used for an increasing assortment of intents, it is of import to emphasize that for most clients the cardinal intent is to supply for an income in retirement. SIPPs differ from conventional Personal Pensions in that they allow a greater scope of investings to be held, giving more freedom to do investing determinations. This flexibleness lends itself to DFM services, as the specializer fund director can The downside is that charges It is of import to set up whether the SIPP will let DFM, and what the costs of this will be. These costs should be factored in when measuring whether DFM services are appropriate for the client. usage SIPP instance survey Offshore INVESTMENT Chemical bond Investing Chemical bonds are corporate investings written under Life Insurance statute law. The regulations may at first glimpse appear esoteric, but a house apprehension is required to place their possible usage for Dicretionary Fund Manahement and fiscal planning in general. A thorough analysis of Investment Bonds is beyond the range of this article, but a brief overview will follow. The Life Insurance is normally nominal, with the huge bulk of the investing applied to the financess held within. The investing financess are capable to life company revenue enhancement on income and capital additions, with no farther liability for the investor. Offshore bonds ( typically based in revenue enhancement oasiss such as the Isle of Man or Jersey ) differ from conventional onshore bonds in that investing returns can are rolled-up without farther revenue enhancement, which enables investings to be switched without incurring a CGT liability. Tax is basically deferred until enchashment. This construction offers possible advantages for DFM, as switches can be made without CGT being an issue. Clients utislising a DFM service are likely to be higher rate revenue enhancement remunerators due to the big amounts typically involved, and it is possible to postpone encashment to a point where they are no longer higher rate revenue enhancement remunerators, cut downing the overall revenue enhancement payable. Offshore Chemical bonds do non hold the little part bounds of ISAs, and there is greater flexibleness than a SIPP over how and when benefits can be taken. As a consequence, they are normally used in Discretionary Fund Management. However, it is of import to emphasize that they do non keep the same revenue enhancement advantages. A common misconception is that Offshore Bonds are â€Å" tax-exempt † , but the financess are taxed within the bond, and there may be a farther revenue enhancement liability at encashment. They are besides well more complex, and must be used carefully to optimise revenue enhancement efficiency. Platform Over recent old ages, â€Å" Platforms † are going an progressively common tool in IFA services. Platforms are described by the FSA: ‘Internet based services used by mediators ( and sometimes clients ) to position and administer investings. They tend to offer a scope of tools which allow advisors to see and analyze a client ‘s overall portfolio, and to take merchandises for them. Equally good as set uping minutess, platforms by and large arrange detention for clients ‘ assets ‘ â€Å" Wrap † is the term typically used to depict a type of platform that offers entree to a broad scope of investings, with an â€Å" unbundled † bear downing system where payments to fund directors and advisors are crystalline. They besides provide hard currency direction installations, and enable all investings to be held in one topographic point, cutting down on paperwork and easing the administrative load. In the context of DFM, there is a possible struggle as both the platform and DFM will necessitate detention of the assets held, and this ab initio created barriers to the two services being used together. It is going more platitude for DFMs and Wrap suppliers to work together, and at that place will frequently be a list of DFMs available via the Wrap. An advantage of utilizing DFM via a wrap is that the advisor can keep sight and a degree of control over the assets held, and it is besides possible to choose which portion of the portfolio the DFM has entree to. This can do it easier to see how the financess under discretional direction tantrum into the overall image for the client. The obvious disadvantage is that the wrap adds another bed of bear downing to the service. This once more steers the service towards higher cyberspace worth clients, and emphasises the demand to place clients for whom discretional direction AND wrap disposal are an indispensable demand instead than an expensive luxury. ADVANTAGES OF DFM Advocates of DFM point to several benefits from IFAs in utilizing this service. Improved Investment Performance – although this can non be guaranteed, the increased investing expertness and specializer cognition of the discretional director should hopefully take to overall greater investing returns Frees up clip and resource – a common ailment from IFAs is that they spread themselves excessively thin. The clip and resource they would otherwise hold spent on twenty-four hours to twenty-four hours montoring of investings can in theory be put to more effectual usage in other countries. The obvious illustration is that it allows the advisor to pass more clip with the client, constructing relationships and looking at a holistic image of their fortunes and aims. Speed – As the DFM is able to move without the client ‘s consent, they can respond more rapidly to altering fortunes, and take advantage of new chances that arise. Reduced Investment Risk – The DFM ‘s greater cognition and deepness of research should enable the building of a more diversified portfolio, which can cut down the impact of investing volatility. DISADVANTAGES OF DFM On the other side of the coin, critics of DFM cite a figure of hazards and drawbacks to utilizing a DFM service Fees and charges – Discretionary direction services do non come cheaply, and it adds another bed of payments that the client must run into, either from their fund or their ain pocket. In order for the service to be of value to the client, the DFM must reimburse these extra charges through improved investing public presentation. Many argue that the existent benefit provided by DFMs is limited. Impact on Adviser/Client Relationship – DFM involves a 3rd party taking twenty-four hours to twenty-four hours investing determinations on behalf of the client. For many clients, this raises the inquiry of what the fiscal advisor is making to warrant THEIR fees. Unless the client sees the value of the advisor ‘s function, this can hold a negative consequence on the client ‘s relationship with the advisor. Lack of Control – The DFM will hold authorization to do determinations without confer withing the advisor. There is the hazard that the DFM will non pull off the investings in the manner the advisor and client expected, particularly if the original footings of the understanding and the client ‘s aims were obscure. To battle against this, the advisor will necessitate to supervise the activities of the DFM. The enticement could be for the advisor to pass valuable clip watching what the DFM is making, particularly if the advisor does non hold full assurance in the DFM. Regulatory duty – As has been stressed antecedently, the advisor is still responsible for the overall service being provided to the client. A hapless DFM non merely reflects severely on the advisor ; it can set down the advisor in hot H2O with the FSA! Cardinal COMPONENTS OF A DISCRETIONARY MANAGEMENT SERVICE Therefore far we have explained the function of the DFM, the relevant regulations and ordinance, and distribution channels for DFM services such as revenue enhancement negligees and platforms. We have besides provided what are considered to be the most common advantages and disadvantages in a DFM service. We will now concentrate on the stairss that should be taken Client Cleavage Central to the service being provided is the client. Discretionary Fund Manahement services are unoikely to be of value to clients who do non necessitate them, and alternatively do jobs. Besides, the advisor runs the hazard of falling foul of the regulator if clients are non provided with suited solutions to their demands. The FSA identified that â€Å" shoe-horning † of unsuitable clients into DFM agreements was s important concern, and highlighted that Size of Fund: As the Discretionary Manager will incur charges, it is improbable to be suited for clients with financess of less ?100,000 to put Control: With a discretional service determinations will be made without the client ‘s blessing Engagement: How frequently does the client want to be involved twenty-four hours to twenty-four hours etc Trust: Is the client willing to release control to another professional. Inserts another person into the client/adviser relationship Aims – What is the client looking to accomplish with their investings? Clients with more conservative ends are less likely to be suited for a DFM service. Due Diligence Degree of Discretion Investing Vehicles Client Meetings Goals Reporting Charges Wage Documentation Review – Even if the above stairss have been completed, there is no warrant that the agreement will be successful. CASE STUDIES Decision